How To Design An Induction Program For New Employee- Tips For HR Manager

By on June 5, 2011 with 5 Comments

I have really enjoyed working on the assignemnt where I  was required to design an Induction program for new employees in one of the organisations I worked as the HR Manager many years ago.

Being an HR professional, it is a wonderful assignment to work on designing a program for new employees since it gives a plethora of opportunities to know the many facets of the organisation, leadership, business road-map, complexities in the environment,financial information, competition and the list is endless.

So,what really makes a compelling Induction program that every new employee is started to see and know about the organisation? Usually, Induction program starts on the day of the employee joins or in a couple of days, the sooner the better. This New Employees Program is a repository of useful, insightful and anecdotal information about the organisation that actually show cases the many advantages of the workplace.

Audio Visual is a great way to impact audiences.  A lot of organisations invest in making an informative audio visual film that is usually screened during the Induction Program. It not only sets the tempo right at the outset of the Induction program, but also is related easily and is quite appealing to learn about the employer through a gripping film. It is advisable to get a professional to design such films and the script should highlight the journey of the organisation through the years and emphasize on the  key milestones. Many organisations actually have welcome messages from key leadership team members in such video/film. Its a great way to establish a connect with the new employee and the organisation instantaneously.

It is useful to have Induction Program based on the function/grades/roles prevailing in the organisation since not every employee needs to have all kinds of information and meet all stakeholders.

Ideally, an Induction program should not be shorter than 2 days and longer than 5 days depending upon the grade and role of the new employee.  The program is enriched if it includes meeting with customers, leadership team and stakeholders. This gives an all round understanding of the organisation to any new employee. Such employee programs are usually successful if followed as a mandate and administered across all new employees without fail. An useful tip to the HR Manager is to create an organisation buy in for such an employee program and contract with the leadership team for their time for an active participation and ownership.

It is important to keep in mind that an Induction Program involves multiple number of people from the organisation and sometime outside hence a template and proper plan around this program help execute it efficiently. Some of the organisations that have a robust Induction Program often run it as a mandatory initiative with complete ownership from all quarters in the organisation.

A meeting calendar with pre-fixed appointments always go a long way in executing a meaningful Induction program. A grid marking the people to be met to the respective roles/functions/grid is of great value. That way, the responsibility of sharing specific information about a function/business is distributed amongst the people at the helm of it and each one can plan their work around more efficiently.

A lot of organisation follow the practice of handing over a Induction Manual to every new employee. It is a dossier of the organisation information that can be referred to even at a later date by the employee.

An important aspect of evaluation the effectiveness is to have a feedback of the New Employees on the Induction program so that as the HR manager, you are aware of the impact and effectiveness of this Employee Program.

It is imperative to constant update all information about the organisation in the presentation, communication decks, Video/film  regularly to avoid sharing dated information with new employees. That is sure a non-starter.

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Category: Tips and Tutorials

Sudakshina Bhattacharya

About Sudakshina Bhattacharya: Greetings to everyone from Sudakshina. I am a practicing HR professional for over a decade in various organisations in Telecom, Hospitality, Entertainment and Financial Services industry. I am currently leading the HR team for a reputed Financial Services Company. HR Crest is my special interest and I do hope you like reading what I share. Recently, Asia Pacific HR Congress conferred the "HR Professional Of The Year" award to me.Look forward to your encouragement through views, suggestions and contributions. These posts in HR Crest are my personal views and opinions based on my experiences. http://www.bschoolaffaire.com/jury.html http://www.asiapacifichrmcongress.com/APHRM%20Awards%202011.html View author profile.

Comments (5)

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  1. Ravi Sinha says:

    i agree to it absolutely and in case if you are doing the same thing in manufacturing company than it is good to have a plant visit schedule so that it also helps the employee to get associated with not only to the company or its culture but also the main and major thing with its products also.. it helps them to understand the process of manufacturing the product including the bottle necks that could arise.. Because as an employee in manufacturing industry the employees themselves are brand ambasadors to most of the clients and if not associated with the product than it can create lot of problems..so i would also like to add to it as association with the product line…

    Ravi

  2. zero energy says:

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  3. Merissa says:

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  4. [...] them to it on their first day of job/ first day of joining. However, if you give all employees a proper induction ( How to design Employee Induction Process is a mandate for every HR Manager role) and follow a [...]

  5. Imo Eshiett says:

    Good work.

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